Courses

Nationally Accredited Qualifications

BSB42015 Certificate IV in Leadership and Management

12 Units to Complete

TBST have sequenced the units of the Qualification in an order that builds the students skills and
knowledge in a cumulative manner. As the student progresses through the course, the skills and knowledge obtained from a previous unit will then
assist them in achieving competence in the subsequent units. For example, students start out with lower level units and build up to more complex
units, tasks and assessments.

Management

This unit describes the skills and knowledge required to lead teams and individuals by modelling high standards of conduct to reflect the organisation's standards and values.
It applies to individuals who are making the transition from being a team member to taking responsibility for the work and performance of others and providing the first level of leadership within the organisation. These managers have a strong influence on the work culture, values and ethics of the teams they supervise.

Unit Topics Include:

identify the organisation’s standards and values, whether stated or implied by the way the organisation conducts its business

evaluate own behaviour and performance against these and adjust to achieve required standards

use established communication channels to raise questions about standards and values that may be damaging to the organisation

ensure own behaviour and performance contributes to the integrity and credibility of the organisation

facilitate processes to make decisions that are based on: relevant information, examination of options and associated risks, input from relevant people

communicate about making and implementing decisions including: facilitating agreement on the preferred course of action and implementation plans, monitoring and feedback on the implementation and impact of decisions.

explain how to identify an organisation’s standards and values when they are: stated, implied

explain basic theory of group behaviour

outline the organisation’s process for raising questions about standards and values

give examples of behaviours and performance that would typically be considered damaging to an organisation

This unit describes the skills and knowledge required to communicate effectively as a workplace leader, including understanding the context, choosing methods of communication to suit the audience, and following up.
This unit applies to managers, supervisors and team leaders required to communicate with other persons within the workplace.
Communication skills cover a range of methods and contexts within principally structured environments.

Unit Topics Include:

Identify the context for communication and adjust approach and responses accordingly

Create and present clear messages choosing method and mode appropriate to the audience and context undertake effective two-way communication from the perspective of a team leader

Identify and record actions required as a result of communication and follow-up in a timely manner.

List effective management communication characteristics

Describe a range of electronic and non-electronic communication methods, including situations where they would or would not be used

Describe the characteristics of effective listening techniques

Explain feedback process and methods

Identify team leadership communication responsibilities

Explain barriers to communication in a workplace context

Describe verbal and non-verbal communication characteristics

Explain the impact of legislation and organisational policies on workplace communication.

This unit describes the skills and knowledge required to implement the operational plan by monitoring and adjusting operational performance, planning and acquiring resources and providing reports on performance as required.
It applies to individuals who plan activities to achieve the measurable, stated objectives of the team and the organisation. At this level work will normally be carried out within routine and non-routine methods and procedures which require planning, evaluation, leadership and guidance of others.

Unit Topics Include:

Interact with a range of people/groups to identify resource requirements, performance objectives, systems, procedures and records relating to the operational plan

Vary the operational plan and gain approval to deal with contingencies

Monitor operational performance against the performance objectives and budgets and take action to rectify unsatisfactory performance

Plan and acquire physical and human resources using organisation’s systems and procedures

Manage and support personnel to achieve performance objectives. including inducting new employees and providing mentoring and coaching

Present information and recommendations to support implementation and variation of the operational plan

Document and provide reports on performance as required by the organisation.

Describe performance monitoring systems and processes

Describe methods for problem solving

Explain how organisational policies and procedures relate to the operational plan.

This unit describes the skills and knowledge required to identify risks and to apply established risk management processes to a defined area of operations that are within the responsibilities and obligations of the role.
It applies to individuals with a broad knowledge of risk analysis or project management who contribute well developed skills in creating solutions to unpredictable problems through analysis and evaluation of information from a variety of sources. They may have responsibility to provide guidance or to delegate aspects of these tasks to others. In this unit, risks applicable within own work responsibilities and area of operation, may include projects being undertaken individually or by a team, or operations within a section of the organisation.

This unit describes the skills and knowledge required to monitor and obtain feedback on own work performance and access learning opportunities for professional development.
This unit applies to individuals who are required to design their own work schedules and work plans and to establish priorities for their work. They will typically hold some responsibilities for the work of others and have some autonomy in relation to their own role.

Unit Topics Include:

Prepare and communicate own work plan

Schedule work objectives and tasks to support the achievement of the workgroup goals

Review own work performance against workgroup objectives through self-assessment and seeking and acting on feedback from clients and colleagues

Plan and access learning opportunities to extend personal work competencies.

Explain how business technology applications can be used to schedule tasks and plan work

Explain techniques to prepare personal plans and establish priorities

Identify methods to identify and prioritise personal learning needs

Outline a range of professional development options

Explain methods to elicit, analyse and interpret feedback

Provide a detailed explanation of methods that can be used to evaluate own performance./li>

This unit describes the skills and knowledge required to implement the organisation s continuous improvement systems and processes. It covers using systems and strategies to actively encourage the team to participate in the process, monitoring and reviewing performance, and identifying opportunities for further improvements.
It applies to managers who have an active role in implementing the continuous improvement process to achieve the organisation's objectives. Their position is closely associated with the creation and delivery of products and services which means that they have an important role in influencing the ongoing development of the organisation.
At this level, work will normally be carried out within routine and non-routine methods and procedures, which require planning, evaluation, leadership and guidance of others.

Unit Topics Include:

Implement systems to ensure that individuals and teams are actively encouraged and supported to participate in decision making processes, assume responsibility and exercise initiative

Workforce Management

This unit defines skills, knowledge and outcomes required to use leadership to promote team cohesion. It includes motivating, mentoring, coaching and developing the team and forming the bridge between the management of the organisation and team members.
This unit applies to team leaders, supervisors and new or emerging managers where leadership plays a role in developing and maintaining effective workplace relationships. It applies in any industry or community context.
At this level work will normally be carried out within routine and non-routine methods and procedures, which require planning and evaluation and leadership and guidance of others.

Unit Topics Include:

Access and analyse information to achieve planned outcomes

Apply techniques for resolving problems and conflicts and dealing with poor performance within organisational and legislative requirements

Review and improve workplace outcomes in consultation with relevant personnel

Adjust interpersonal style and communications to respond to cultural and social diversity

Apply relationship management and communication skills with a range of people that: demonstrate integrity, respect, empathy and cultural sensitivity and promote trust, forge effective relationships with internal and/or external people and help to maintain these networks, encourage participation and foster contribution of and respect for ideas and feedback, provide support to colleagues to resolve difficulties.

Give examples of how work relationships, and the cultural and social environment, can support or hinder achieving planned outcomes

Explain techniques for developing positive work relationships and building trust and confidence in a team including interpersonal styles, communications, consultation, cultural and social sensitivity, networking

Explain the impact of legislation and organisational policies on workplace relationships

Describe a range of methods and techniques for communicating information and ideas to a range of stakeholders

Outline problems solving methods

Explain methods to resolve workplace conflict

Explain methods to manage poor work performance

Explain how to monitor, analyse and introduce ways to improve work relationships.

This unit defines skills, knowledge and outcomes required to plan and supervise the performance of the team and develop team cohesion.
It applies team leaders, supervisors and new emerging managers who have an important leadership role in the development of efficient and effective work teams.
Leaders at this level also provide leadership for the team and bridge the gap between the management of the organisation and the team members. As such they must 'manage up' as well as manage their team/s.

Unit Topics Include:

Apply knowledge of organisational goals, objectives and plans

Develop a team work plan including documentation of how it was generated and how it will be monitored

Identify and incorporate innovation and productivity measures into a team work plan

Communicate with team members and management to identify and establish the team purpose, roles, responsibilities, goals plans and objectives and resolve problems

Use techniques to consult, encourage, support and provide feedback to team members

Model team leadership behaviours and approaches

Liaise with management to develop the teamwork plan, resolve issues and ensure follow-up action is ta delegation and work allocation

This unit identifies the behaviours, skills and knowledge required to lead a diverse workforce. It covers identifying, analysing and engaging with a diverse workforce to maximise the benefit of diversity to the organisation.
The unit applies to supervisors, team leaders, new and emerging managers who lead within a diverse workforce environment and exercise discretion and autonomy within a structured business context.

Unit Topics Include:

Identify diversity within a team based workforce and outline opportunities and barriers to inclusive engagement of individuals

Promote the benefits of diversity within the workplace and identify the business benefits of incorporating diversity into planning and operations

Demonstrate communication style and methods that encourage inclusion identifying and compensating for own bias and assumptions

Develop work plans that integrate a diverse workforce, adjusting plans and operations to meet legislation, regulations and policy

Structure continuous feedback and review processes into team activities.

Outline legislation, regulation and business policy and procedures relevant to diversity in the workplace

Explain the origins and types of diverse groups/persons in the workplace

Give examples of strategies, tools and techniques for integrating and engaging a diverse workforce

Explain the potential impacts of gender, race, age, disability, sexual orientation, form of work engagement and flexible work arrangement on workforce engagement

Identify benefits to business of having a diverse workforce and barriers to inclusive engagement.

This unit describes the skills and knowledge required to execute tasks associated with the recruitment cycle and apply in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. This unit applies to individuals who support recruitment, selection and induction functions under the direction of a human resource manager.

Unit Topics Include:

Obtain approval to fill position, clarify time lines and requirement for appointment

Assist in preparing job descriptions that accurately reflect the role requirements, according to organisational policies and procedures, legislation, codes, national standards and work health and safety (WHS) considerations

Consult with relevant personnel about job descriptions and workforce strategy

Assist in ensuring that job descriptions comply with legislative requirements and reflect the organisation's requirements for a diverse workforce, Obtain approvals to advertise position

Advise manager and work team of new appointment, Advise managers and staff of candidate's starting date and make necessary administrative arrangements for pay and employee record keeping, Arrange successful candidate's induction according to organisational policy

Sales and Marketing

This unit describes the skills and knowledge required to coordinate and review the promotion of an organisation s products and services.
It applies to individuals with a broad knowledge of the promotion of products and services specific to an organisation. They may have responsibility to provide guidance or to delegate aspects of these tasks to others.

This unit describes the skills and knowledge required to advise, carry out and evaluate customer service strategies.
It applies to individuals who have well developed skills and a broad knowledge of customer service strategies for addressing customer needs and problems, and who may provide guidance or delegate work related tasks to others.

Professional Partner Associations

TBST is a proudly accredited training provider by a number of professional associations and software vendors including, Xero, Quickbooks & MYOB.

A professionally associated course gives you confidence that you are receiving the very latest knowledge to broaden your career prospects.
For more information about a particular course see the Courses section of our website or contact us directly either through our online form or via phone.

vendor accreditation

professional associations

Course Enrolments Include

BAS Agent Skill Set

We provide students with the qualification skill set required under the BAS Services Provider legislation